HRM Interventions for UniCall Business Performance Essays

HRM Interventions for UniCall Business Performance Essays

Essay Preview

In the time of rising competitive environment, organizations need to focus on the importance of investments in human assets as a key source of competitive advantage. To achieve competitive advantage through human assets organizations need to be in possession of human resources that is unique, value adding, inimitable and irreplaceable, whereas to meet these requirements a set of Human Resource Management (HRM) practices is needed. Effective HRM has been identified essentially to absorb a focus upon promoting worker motivation, dedication and development. It is a structure that admits the importance of HRM to the plans of a business, while mirroring efforts by management to build a working atmosphere that emphasizes worker development, through such practices like communication training, and participation, and the importance to have possession of flexible, innovative, committed employees.
The key HRM problems at UniCall
The following account presented on the HRM issues provided in the case study on UniCall, it is clear that the company is engulf with traditional HRM practices. Fundamental to the strategic HRM viewpoints, there is an assumption that company performance is influenced by the set of HRM practices it has in place. There is no performance management system installed yet the firm adopted electronic surveillance as strategy of control to monitor employees’ performance. There is no proper or clear measures for team performance since some of activities require working as and the system reflects the focus on results thus, mounting unduly pressure on employees to meet turn-around-times thereby causing resentment of the method and demoralizing. Focusing on results alone may discourage other important organizational goals neit...

... middle of paper ...

...rces.
3. Engagement in organizational change, recognition of threats and opportunities, and functioning as a mediator between stakeholders and the business.
4. Developing core competency and stronger talent and deployment.

Conclusion

In conclusion, it can be believed that both HR and their management, particularly when utilized in combination, can be seen as value adding to the organisation in its efforts to tackle the unprecedented challenges of the volatile business environment.

Need Writing Help?

- There has been a lot of research work done on how human resource management (HRM) can positively enhance the employee behaviour and performance outcomes. Recently, the HRM theoretical research has shown an emphasis on the relationship between the employee engagement (EE) and performance and how can HRM interventions affect this relationship (Truss, Shantz, Soane, Alfes & Delbridge, 2013). The companies that have a higher level of engagement among their employees earn the profits, three times faster than their competitors.... [tags: Human resource management, Management]

- According to Kim and Ko (2014), knowledge management appears to have become increasingly intriguing to human resource management (HRM) practitioners and theorists, especially in today’s knowledge-based economy. Kim and Ko (2014) explained that knowledge management tends to refer to organizational practices responsible for the application and sharing of knowledge within a particular organization in order to obtain and preserve its competitive advantage. It is discussed that knowledge is considered as codified information consisting of interpretation, wisdom, among others, which usually improves a particular organization’s value and the accomplishment of its vision and mission (Fong et al., 20... [tags: Management, Human resource management]

- On this week 's topic, it will focus on the goals of HRM. HRM is somewhat played a vital role in an organisation. The typical tasks that HRM do such as the process of hiring and developing workers. This is to ensure the success of the business or organisation if HRM employs the right workers with the skills that could beneficial to them. It is imperative for HRM to do their work in order to achieve the main goals of HRM. However, in the article mentioned that the goals of HRM only analysed when the company faced certain issues and crisis on the company 's growth and performance.... [tags: Employment, Management, Brunei, Business]

- Human Resources Management (HRM) have been increasing aware by Business Studies and Organisation Management approaches because it closely related to organisational daily and organisational performances (Kalleberg & Moody, 1994). Human resources practices are suggested have influences on improving organisational performances in most organisations. Basically, oorganisational performances refer to the outcomes of employees performances and daily working which reflect the ability of one organisation fulfil its objectives and goals, such as employee’s performances, productivities, employee’s job satisfaction, financial outcomes (Huselid, 1995).... [tags: business, management]

- Our book defines performing management as what leader do. It is the systematic integration of inorganization’s efforts to achieve its objectives. (Shafritz, 298). In other words, Performance management is an approach to measure and judge the performance of employees in any organization. performance management concept is used to measure both individual and group performance. The importance of performance management for any business is that it will help in monitoring the employees and also helps in improving their efficiency at work.... [tags: Performance management, Management, Business]

- Increase in Customer Influence on Businesses and its Resultant Effect on Workers and Managers Introduction So many factors have come together to make today’s business environment very competitive and flexible at the same time. Customers now play a significant role in the production and delivery of both goods and services in the global market. Globalization has also made it possible for comparisons to take place between and amongst different markets, giving the customers knowledge (power) to make choices and demanding more value for their money.... [tags: Business, Logistics]

- 1.1 Background to Research One of the first explicit statements made on Human resource management was given by Michigan School (Fomburn et al, 1984) where they said that human resource systems and the organization structure should be managed in a way that is congruent with organizational strategy. Human resource management is a strategic approach of managing people in an organization. It is also sometimes considered synonymous to personnel management. Miller (1987) suggests that HRM is all about those decisions and actions concerning the employees at all levels and are related to the strategies that aim to gain competitive advantage.... [tags: Business Management]

- Business firms may seem to be similar, relying on guide of organizational models. However, in practice, all business is unique, functioning as a distinct arrangement of organizational models, designs and practices. Adoptation of any plan is all to support ‘’inimitable’’ business strategy. Performance measurement is critical in assessing organization overall performance and results are used for strategic planning to develop range of strategies (Tapinos & Dyson, 2005) for achievement of sustainable business success.... [tags: assessing organization performance]

- Introduction: The development of human resources management becomes vital key to enterprises, because we are in a fast-changing, globally competitive and quality-oriented industrial environment. There is no history time has witnessed such a trend that keen competition in nearly all industries, boosting technological innovation and management method changes. Not surprisingly, the role of HRM is also changing, to fit into the change of structure and culture over the last decade. The pass ten years saw the various stages of HRM has changed, which will be described in the first part in the following content.... [tags: Business Human Resources]

- Introduction This paper investigates and follows the content of four academic articles to conclude that HR representation and CSR involvement in the Humphrey Group Board of Directors’ meeting is compulsory. The first article by Beatty, Ewing and Tharp (2003) establishes that HR will contribute in the discussion of ethical compensation to managers and will establish long-term managerial goals based on intrinsic, motivating and team-based rewards. The second article by Turban and Greening (1996) signifies HR’s contribution in maintaining ethical code and responsibility of quality management that will bring a strategic competitive advantage.... [tags: Business Analysis ]